GPC-NAPA, a client of EMI for almost 15 years, recently approved update of its Executive Training (ET) Program, originally developed by EMI 4 years ago.  Based on a competency model, EMI captures required behaviors and task traits that translate into training programs that provide exceptional learning experiences.  Dr. Terri Gabrielson’s understanding of the NAPA organization, managerial job responsibilities and the resultant training needs is so complete that the NAPA Human Resources and Training Departments often tease about her ability to open and operate a NAPA Store.  EMI engages each of its client assignments on a level that demonstrates this same commitment and dedication.  This practice has fostered an extensive client base.  EMI supports contracts with the federal government, as well as the private sector.

EMI is pleased to receive the subcontract award from The Armstrong Group (TAG) for assisting with the facilitation of a series of meetings with the Administrative Staff of the Research and Development Group. EMI is contributing assistance with administrative procedures, best practices, and high performance team metrics.

EMI is proud to announce that it is working with another office of the FAA. EMI is facilitating the 2009 Strategic Planning Retreat for the ATO Model Workplace and Diversity Office.  This 2-day retreat will focus on 2008 accomplishments and the needs to support on-going and NextGen project requirements.

We are pleased to announce that EMI was awarded a contract for a 360° Assessment and Feedback Project by the Department of Treasury-Bureau of the Public Debt.  The Armstrong Group is subcontracting with us on this project.  EMI is a woman-owned, small business and a MOBIS schedule holder.

Evolution Management, Inc. is seeking an Organizational Effectiveness Consultant with significant consulting and business development experience.  Click here to learn more about this opportunity.

On November 7, 2007, Andrea Williford Mirsalimi presented on the topic: Needs Analysis as a Strategic Tool.

Human Resource Professionals can increase their credibility and effectiveness by conducting an annual needs assessment to identify the current business state and desired state over the next 12-18 months.  An analysis of organization and program-specific human resource needs will provide a realistic basis upon which to plan, direct and implement effective talent management programs and services; as well as evaluate the success of the previous yeas' Human Resource programs and services.  Making these connections will greatly increase the HR professionals' ability to think and act strategically.